Gender diversity drives business performance.  This is something both genders benefit from equally. When opportunities, pay, and promotions are based on performance instead of gender biases, organizations thrive.  This is a competitive advantage for organizations that get it.  When there is gender equality in organizations, teams perform at a higher level and profits are higher.

It’s not a zero sum game, we all stand to benefit when we partner together.  And, we need male allies to support women leaders to make this happen.

Some key statistics to support increasing gender equality in your organization:

  • There is a 16% higher profitability rate with gender equality and $12 trillion could be added to the U.S. economy by 2025 if companies advance gender equality.
  • 91% of Americans choosing “agree” to the statement: “It is very important women have the same rights as men in our country.”
  • Women currently hold 5.6% of CEO positions in the U.S. and 19.5% of Board seats, and earn 83% of the salary of men in similar roles doing similar work.

At Pivot Point, we recommend women leaders share their stories with male allies.  We need to start the discussion with the WIIFM with our male allies.  This is why we have a section in our new book ONE:  How Male Allies Support Women for Gender Equality (get your copy here) dedicated to starting the dialogue with the WIIFM: What’s In It For Men (that support women leaders).

For women looking to engage male allies in the conversation and gain their support, we recommend the following blueprint.  Think of these as talking points to have in your back pocket as you prepare to start the dialogue with male allies:

  • I know you are busy, and I wanted to talk with you about my career path and gender equality at our organization. I see you as a great male ally for women because you have done X, said Y, or believe Z.
  • As a woman, I realize there can be unconscious biases impacting our career paths and the pay decisions made at organizations. Gender equality is important to me because when both genders partner together and have inclusive conversations like this, research shows businesses profits are 16% higher.
  • Currently, women continue to be paid 83% of what men in similar positions are paid, and only account for 5% of CEOs and 80% of board positions. I have noticed our organization has A% women in leadership and/or B% pay gap. What do you think?
  • Supporting gender equality is important to positively driving business performance. We can do this better together than separately.  Research supports men as mentors, sponsors, managers, coaches, advocates, and advisors have a big impact on women’s success. How do you think you can help women?

Even the male allies we interviewed indicated a low awareness of the gender inequities facing women in the workplace.  They see the world through their lens, which often has gender privilege.  They don’t know what they don’t know.  We need to involve them in the discussion so they know how to help.

How will you start the dialogue with your male allies?

We believe strongly in our message to spread male allyship and develop women leaders.  If you do too, share our mantra below or post your stories and thoughts with these hashtags:  #genderequality #ONE #heforshe #maleallies #femaleadvocacy.

Our Mantra

I believe in gender equality.  I believe women and men, partnering together for gender equality, is what is best for all humans.  By collaborating together, we will improve the lives of future women leaders and girls who will grow up in a world where anything is possible.  My voice matters.  I make choices every day supporting gender equality.  We are all in this together.  I commit to supporting male allyship.  We are stronger together.  We are ONE.

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